Seminar

On
HRM
(Human Resource Manament)

Roll No-T21726. Submitted By:Saurabh M Gore

Content
• Introduction
• What is HRM
• Scope of HRM
• Importance of HRM
• Evolution of HRM
• Functions of HRMS Systems
• Process of HRM
• Five Components of a HRMS
• E-HRM
• Types of HRM
• Advantages
• Disadvantages
• Conclusion
Introduction

• The human resource function of every defines their

success as an organization. An organisation’s HR
function plays a major role in the growth of its bottom
line and the success of its business strategy.
• The very nature of a company is in its people, and giving
direction to people is what human resource management
(HRM) is all about. HRM provides an organization with
the best services and systems drive both profit and team
synergy.
What is HRM
• Human Resource management (HRM) refers to the
concept or methods needed to carry out responsibility
of the personnel in aspects of managing organizational
tasks.
• Such as recruiting, screening, training, rewarding and
some other related tasks.
• Nowadays it would be difficult to imagine that
organizations can achieve and sustain effectiveness at
their work without efficient HRM programs and
activities.
Scope of HRM

• Human Resource Planning

• Job Analysis
• Job Design
• Recruitment & Selection
• Orientation & Placement
• Training & Development
• Performance Appraisals
• Job Evaluation
• Employee and Executive Remuneration
• Motivation
• Communication
Importance of H.R.M
• To hire right person for the right job
• To avoid high manpower turnover
• To ensure people doing their best
• To conduct proper interview
• To avoid legal implications
• To ensure proper compensation management
• To ensure equity and justice and right pay for right person
• To avoid unfair labor practices
Evolution of HRM
1. Industrial revolution era— 19th century
2. Trade union movement era — close to the 19th
century
3. Social responsibility era — beginning of the 20th
century
4. Scientific management era— 1900-1920s
5. Human relations era— 1930s-1950s
6. Behavioural science era— 1950s-1960s
7. Systems and contingency approach era – 1960
onwards
8. Human resource management era — 1980 onwards
Functions of HRMS Systems

• Payroll
• Database for employee information
• Attendance records
• Performance evaluation
• Benefits administration
• Learning and recruiting management
• Employee self-service
• Employee scheduling
• Tracking of employee absenteeism
• Analytics
Process of HRM
Five Components of a Human Resource Management System

Five Components of a Human Resource Management System

• Organizational Culture
• Planning for Change
• Training and Development
• Health and Safety
• Recruitment and Retention
 
1. Organizational Culture
• Collection of values, working norms, company visions and
habits
• Setting policies, procedures and company standards dictates
to employees the behaviors that are acceptable in the
workplace
• Affects the way people do their work and interact with one
another and with customers
2. Planning for Change
• Helping employees understand their roles in the larger picture
of the company
• Building bridges between departments and managers and
getting people to talk about "what-if" situations
• Develops a management plan for disasters, for changes in
workflow and for reassuring employees in times of crises or
frightening change
3. TRAINING AND DEVELOPMENT
• Policies and procedures need to be firmly communicated to employees as
part of their on-boarding process
• HR management system is also responsible for ongoing employee
development
• Continuing education keeps employees' skills fresh so they bring new and
innovative ideas to the workplace
4. HEALTH AND SAFETY
• This can be achieved through policies and procedures, but the HR
function may go a step further to make sure employees understand the
risks of certain activities
• Minimizes the possibility that an accident will occur and helps to
eliminate any subsequent legal action that might be taken against the
company
5. RECRUITMENT AND RETENTION
• It is the anchor of all HR's policies and systems
• Finding qualified workers, keeping them engaged with the
company, training them to effectively do their jobs and
providing incentives for further education, benefits and
compensation are all drivers to organizational success and
should be constantly on the minds of HR managers.
E-HRM
• E-HRM has been defined as “a way of
implementing HR strategies, policies and
practices in organizations through a conscious
and directed support of and/or with the full use of
web-technology-based channels” or more
recently, and more broadly, as “the planning,
implementation, and application of information
systems for both networking and supporting
actors in their shared performing of HR
activities”.
Types

• Operational: Operational E-HRM is concerned with administrative

functions - payroll and employee personal data for example.
 
• Relational: Relational E-HRM is concerned with supporting
business processes by means of training, recruitment, performance
management and so forth.
 
• Transformational: Transformational E-HRM is concerned with
strategic HR activities such as knowledge management, strategic
re-orientation.
 
Advantages of HRM Systems
• Human resource planning
• Hiring workforce
• Retaining employees
• Enhance organization effectiveness
• Handles disputes and queries
• Motivating employees
• Improves employee relations
Disadvantages of a Human Resource Management System?

• Costly setup
• Recent origin
• Unpredictability
• Improper development programmes
• Insufficient information
Conclusion
• Developing and implementing the right HRMS for your
company is important.
• While it is certainly possible to take care of these
functions manually, an automated system ensures there is
plenty of time available for the human resources staff to
develop and maintain the data that goes into those
systems.

 
References
• www.google.com
• www.wikipedia.com
• www.studymafia.org
Thanks